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The consumer, medical and green technology sectors mentioned by Credit Suisse are all industries with huge potential and room for development. The continuous upgrading of the consumer sector meets people's growing material and spiritual needs. The innovation and breakthroughs in the medical industry protect people's health. The development of green technology provides strong support for sustainable development.

However, if projects in these fields are to be truly implemented and successful, they need the right talents to promote them. This leads to the key link of "posting projects and finding people". Only by finding talents with professional knowledge, innovative thinking and practical ability can projects be transformed from ideas into reality.

During the project implementation process, "finding people" is not an easy task. First, you need to clarify the specific needs and goals of the project, and then determine the type and skills of the talent required. This requires an in-depth understanding of the project and precise planning. At the same time, you also need to consider the market supply and competition situation of talent.

For example, in consumer projects, talents who are familiar with market trends, consumer psychology and marketing methods may be needed. Medical projects may require professionals with medical background, R&D capabilities and clinical experience. Green technology projects have a high demand for talents in engineering technology, environmental science and other fields.

Once the talent needs are clear, the next step is to find the right channels to recruit talents. Traditional recruitment channels such as job fairs and recruitment websites still play an important role. However, with the rise of social media and professional network platforms, targeted recruitment through these channels has also become a trend.

In addition, internal recommendation is also an effective way. Company employees are more familiar with corporate culture and project requirements, and the talents they recommend are often more in line with actual needs. Moreover, those who successfully join the company through internal recommendation are often able to adapt to the work environment and team atmosphere more quickly.

Once potential talents are attracted, how to screen and evaluate them becomes crucial. This requires the establishment of a scientific and reasonable evaluation system that comprehensively considers factors such as candidates' professional ability, work experience, teamwork spirit and innovation ability.

How to retain the talents who are finally selected and give full play to their value is also the key to the success of the project. Providing a good working environment, reasonable salary and benefits, broad development space and training opportunities can enhance the sense of belonging and loyalty of talents.

Looking back at Credit Suisse's investment advice, there is a close connection between the areas it focuses on and "posting projects and looking for people". The development of these areas requires a large amount of capital investment, as well as the support of high-quality talents. The increase in investment will promote the increase in projects and the expansion of their scale, thereby further increasing the demand for talents.

In short, "posting projects and finding people" plays an indispensable role in the investment areas recommended by Credit Suisse. Only by achieving an organic combination of funds, projects and talents can we promote the sustainable development and progress of these areas.